beqomPaySuite 24.0 - Feature release notes

This article details the latest improvements introduced in version 24.0 of the beqomPaySuite application, their benefits for our end-users, and their principles of use.

Compensation Management

Access permission transparency in validation reports

From now on, the validation report download experience in Workbench > Compensation Management > Compensation Rounds clearly communicates when access-based filtering is applied. This way, compensation administrators have full transparency over the scope of their exported data.

When the user downloads the report in the Validation step of the compensation round configuration wizard, the download pop-up displays an informational banner at the bottom, below all other content. A message states that the export contains only the worker data the user is authorized to see. The download continues as usual, as the banner is read-only and does not block or alter the action. The exported file reflects the filtered population according to the user's access permissions, as it always has.

The feature works automatically for all users with download access – no configuration is required. However, it concerns validation report downloads only.

This improvement eliminates ambiguity about the completeness of the exported validation data. It strengthens trust in the compensation process thanks to making access-based filtering explicit. Also, it supports compliance and audit requirements by setting clear expectations on data scope.

New message about the filtered export

Decimal precision preserved in Excel exports for columns configured in the Team planner

Excel exports now respect the decimal precision configured per column in Workbench > Compensation Management > Compensation Rounds. Consequently, the exported files accurately reflect the data as seen in the UI.

Previously, the application rounded decimal column values to two decimal places during export. Currently, when the user defines decimal precision for decimal-type columns in the Team planner view step of the compensation round configuration wizard, and then exports the Comp review from Planner > Compensation, the resulting Excel file honors the precision set per column. No changes are required to the existing column configuration. Any precision settings already in place will automatically apply.

This enhancement eliminates unintended rounding of decimal values in compensation data, makes the UI and Excel exports consistent, and supports business requirements where high-precision decimal values are critical.

Decimal precision set in the Team planner view

Excel export respecting the configured decimal precision

Simplified view of the Proposal management drawer in the Planner

With this release, we have simplified the Proposal management drawer in the Planner to show only the relevant outcome of the configuration to users who do not need to see the unnecessary setup details.

Specifically, we have removed the Enable proposal management and Create your formula sections from the drawer view. When the user opens the Proposal management drawer in Planner > Compensation, it now displays only the outcome of the proposal management configuration in read mode.

Crucially, administrators can still manage the full setup outside of the Planner through the standard compensation round configuration flow. No changes have been made to the underlying proposal management logic.

This capability reduces clutter for a cleaner, more focused experience. It also increases readability, which in turn helps speed up decision-making during the planning process.

Planner view of the Proposal management drawer

Pay Transparency

Audit trail for pay information requests

The new version of the application offers a complete audit trail for pay information requests in Planner > Pay Information. It provides a full chronological history of all actions performed throughout the request lifecycle. Users gain visibility into request creation and submission, status updates, document generation and preview, attachments, communication round assignment, and request closure, with user-level traceability showing who did what and when. The audit history is available retroactively, including events from before release 24.0. The system was already logging these events, and they are now exposed in the UI.

This feature fosters compliance and audit readiness, which is critical for the EU Pay Transparency Directive. It supports HRBP accountability, simplifies issue investigation, and ensures full coverage of how requests are handled from start to finish.

Pay information request audit trail

Demo

Alert and anonymization enhancements

With this release, we have centralized all alert and anonymization settings in a dedicated page accessible via Workbench > Pay Transparency > Alerts & anonymization. There, users can manage warning periods, overdue thresholds, and anonymization rules. The system has automatically migrated the existing configurations and all current setups remain intact.

In addition to global settings for alerts and anonymization, administrators can now define local rules per country. What is important, local rules always override global ones. Configuration options in this regard include warning and overdue periods, anonymization thresholds, and placeholder values. There is also an option to disable rules entirely. If the user does not provide values for warning or overdue periods, no alerts are triggered. If they do not set anonymization thresholds, the system does not anonymize data. In such cases, the rule is interpreted as disabled for the selected country.

As a result, alerts for pay information requests now reflect country-specific rule definitions – requests created on the same date can have different alert statuses depending on the worker's country configuration. Similarly, anonymization rules operate on a per-country basis. When generating an Article 7 letter to respond to a pay information request, the system computes counts and average amounts per worker category, gender, and compensation elements within the source data snapshot. Administrators can enforce a minimum population threshold and define placeholder text to mask averages below the configured threshold. If the population headcount falls below the threshold, values are anonymized and placeholder text is applied dynamically.

Overall, the new Alerts & anonymization page improves usability of the application and gives administrators full control over country-specific behavior. It also facilitates adherence to local regulations, timelines, and privacy requirements across jurisdictions.

Alerts & anonymization page

Demo

Pay equity data sync and pay gap remediation

We have made a major step forward in connecting Pay Transparency and PayAnalytics into a single workflow spanning data preparation, analysis, and pay gap remediation.

The process begins with data preparation in Workbench > Data Management, where administrators configure Pay Analysis Data Mapping for the data model – a mandatory action covering worker identification, currency settings, compensation data, and demographic variables. Administrators then generate a data snapshot using the configured data model and create a pay analysis dataset by defining the target PayAnalytics tenant and dataset labels. Next, the snapshot is synchronized to the PayAnalytics tenant and a dataset is created there. Once pay gap analysis is completed in PayAnalytics, a Pay Analysis Admin triggers synchronization back to Pay Transparency. Admins can do so manually via Workbench > Pay Intelligence > Pay analysis results > Sync analysis, using the customer-defined label configured in the Pay Analysis Data Mapping settings. The synchronization enables the use of pay gap analyses in remediation processes.

Pay gap remediation follows in two stages. In the preparation stage, a Pay Analysis Admin reviews and validates the analysis results in Workbench, adjusts recommended raises, configures the remediation process, and publishes the analysis to the Planner for HRBPs. This establishes a clear transition from analysis to execution. In the execution stage, HRBPs access the published analysis in Planner > Pay Analysis, review their assigned population, and enter final pay decisions, with real-time visibility into the impact of their choices. Recommended raises remain read-only for HRBPs, while final offers are entered locally. This clearly separates central recommendations from local decision-making.

In short, Pay Transparency owns the data through snapshots, PayAnalytics consumes it through datasets and analysis, and Pay Transparency orchestrates the pay gap remediation process. Such a workflow supports decentralized execution at scale, drives data-driven, secure, and fully traceable decisions, and establishes end-to-end governance.

Pay Analysis Data Mapping

Pay analysis results and the Sync analysis option

Pay analysis details in the Planner